A Newbie in Recruitment
18-Aug-15
“Challenging”, “fast-paced”, “demanding” are just some of the descriptive words people used to describe a role in recruitment to me and I can definitely say they were right and it hasn’t disappointed!! I have been at Uxbridge Employment Agency for four weeks now and no one day is ever the same, if I’m not sourcing excellent candidates for the roles that we currently have I am referencing. If I am not referencing I am registering candidates to put forward for new roles and if am not busy doing that you can guarantee I will be making or answering phone calls. So, it’s fair to say it is fast-paced and can be challenging but no one can argue that it is exciting and I’m thrilled about working in recruitment! Let’s back track a tad, my name is Sian Madigan and I have recently been employed at Uxbridge Employment Agency as Branch Resourcer in a trainee Internship. I have just finished my A-Levels in which I received two A*’s in Business Studies and a C in Media Studies and I am currently on a gap year before deciding whether to go on to University. So I guess you’re wondering how I got here?! Well to tell you the truth I have been interested in Recruitment for a year or so and decided that this would be the ideal job for me as the fast-paced environment and challenging aspects of it, truly offer job satisfaction coupled with the fact that it is a great career choice for anyone like myself who is just starting out in the ‘big wide world’ as it offers so many opportunities and career pathways. If you have been following our recent blogs then you can see that it is a very exciting time to join Uxbridge Employment either as an employee, like myself, or a candidate or client, like you, and this blog is a great way for me to share my experiences. I hope this blog can provide an insight into ‘recruitment life’ from both sides of the interview table and help you with your recruitment process through tips and tricks along the way. From one newbie to another... Starting a new ...
Relax - lifes a beach with the right team around you
11-Jun-15
10 weeks ago I booked a long-weekend trip to Dubai and I remember thinking at the time “everything will be under control by then!” We’ve had a lot of things going on in the business recently including two new staff members joining, a new division launch, new interview rooms installed and other major works to the building; hence the reason I felt I wanted to get away for a few days and would need the break! So today is the day I go on holiday – in fact I have a half day booked! But this week has been one of unexpected challenges, staff illness, tenders and audits – and I’m wondering where all the hours have gone. Being a Manager of a very busy and successful recruitment agency – often I feel taking any more than a couple of days holiday is not an option as there are always many plates to spin and responsibilities to juggle.. In my line of business I often come across key people who run their own business or are a key figure and they too seem to struggle with the thought of taking time off for holidays, let alone a 1-2 week holiday out of the business. Is this a limit we put on ourselves or is it the reality of the role we have taken on? My view is that it can be both depending on where your business is and when you want to holiday. I have to say I am always amazed at my fantastic team who seem to always be ready to take on key tasks and responsibilities when needed to ensure I feel confident when I am away. This reminds me that delegation is key in business as well as the development of the team around you so that they feel confident in taking on responsibilities in your absence. What we sometimes find hard to do is put that responsibility on those around us as we appreciate the hard work and efforts they are already putting in or we feel that perhaps we are best qualified - but does this stunt the business and limit growth? From my experience I think it does – let’s face it when we are recruiting we look for “team players”, we want staff that are ...
The trouble is, you think you have time
21-Apr-15
“Those who make the worst use of their time are the first to complain of its brevity.” Jean de La Bruyère, Les Caractères I know I’m not the only one who wishes we had more hours in the day, right?! Whether it’s work, family, education, friends, children, hobbies, housework or ‘me time’, there seems to be something for all of us that we wish we had more time to dedicate to. After entering the world of recruitment less than a year ago, effective time management is undoubtedly a skill I am still honing! I had previously considered myself as somebody highly organised - I like lists, have a clear desk policy (at the start and end of the day at least), I had managed staff rotas and audits before – surely this wouldn’t be much harder? It seems I was mistaken! “Time is a created thing. To say 'I don't have time,' is like saying, 'I don't want to.” - Lao Tzu We all get the same 24 hours yet some people achieve so much more with their time than others – the reason for this – effective time management. But what does this actually mean? Using fancy technology to organise your life for you? Making more lists? Having a PA? Having recently taken on increasing levels of responsibility in my job role I sometimes feel I’m on the verge of a nervous breakdown and my time seems to be constantly slipping away and my time in the office has been steadily increasing day by day. After researching what I could do to help myself work more effectively – the greatest tip I have found without a doubt, has been to look back at the days I achieved the most – what did I do differently? I realised the days I was most effective were where I used effective time management techniques, so here are my top 10 tips: Make lists This goes without saying right?! No matter how photographic you may think your memory is, at some point there will be something you will forget if it is not written down. Whether it is used as a step by step guide for your day or a reference guide to use ...
Happiness
20-Mar-15
Today is International Happiness Day and its Friday! Need I say more! This wonderful celebration of Happiness is not exactly common knowledge, and I am thinking why not?! So let me tell you why you should know about it! After watching the shenanigans of St Patricks Day on Tuesday, and persevering with Valentine’s day (actually I probably had the best treat, being treated to a Go Karting session, I’m not a bears and cards person) I thought I would shout about something I am passionate about….Happiness! In whichever form it comes to each individual. I am a member of a group devoted to research in Happiness, in all aspects of life. And recently they have sent me a pack with some great ideas on how to encourage people to embrace well-being and positive social behaviours. Interestingly this group, Action for Happiness, found through years of research that one of the most important factors to happiness was the importance of our “connections with other people”. However, in today’s modern society there seems to be a real challenge in making these connections. They go on to state “We are surrounded by people, yet we feel genuinely connected to almost none of them” Source:- Action for Happiness, Happiness Pack 2015, page 2. Technical advancements and social media have led to fast moving business transactions and the ability to be in contact with a broad amount of people. However is quantity better than quality?? Only you can answer that, however in my instance I am definitely a quality person. As an agency, working with people is what we do, and this societal shift to technology based business has impacted us in many ways, most importantly it has led to people being reluctant at times to register in person, preferring to do it over the phone, or sometimes purely by email!! Don’t get me wrong we are pro-activists in the online movement…hence this blog, our Facebook page, Twitter plus we perform Skype interviews to assist ...
MC - Outstanding support and expertise!
05-Feb-15
I would like to thank Uxbridge Employment, especially Lauren and Liz for all their support and guidance in helping me gain my new job as a standards activation manager. The industry I work for is very niche with many recruiters turning myself away as they had no knowledge or expertise of my industry. I was impressed by the way that they concentrated on all my experience and found the perfect position for me. The level of communication they provided me was fantastic as they kept me informed at every stage. The help and support through the whole interview process made a lot of difference to my confidence as well. I will happily recommend Lauren and Liz at Uxbridge Employment to all my friends and colleagues who may be looking for work....
As a family-run recruitment agency that’s worked with local employers and jobseekers for years, we’ve seen our fair share of policy changes shake up the employment landscape. Some come and go without much impact - others genuinely reshape how people hire, work, and build careers.The Government's decision to shift from “day one” unfair dismissal rights to a proposed six-month qualifying period has already sparked strong opinions. But from where we sit - working closely with small businesses and candidates every day - there are some practical considerations worth highlighting.Here’s what this change may mean in practice. A More Balanced Approach for Small BusinessesMany small employers have been nervous about the idea of day-one unfair dismissal rights. For a family-run shop, a small café, or a growing start-up, every hire is a big investment - not just financially, but emotionally too. When you’ve only got a handful of staff, getting the hiring decision wrong can put real pressure on the whole team.By setting a six-month qualifying period, the government has created a workable compromise. Employers still need to treat people fairly - and most genuinely do - but they now have a realistic timeframe to assess whether someone is the right fit without immediately worrying about tribunal risks.By setting a six-month qualifying period, the Government has introduced a compromise that aligns more closely with how most businesses already manage probation. Employers will still need to treat people fairly (and most genuinely do) but they now have a more practical timeframe to make sure the role and individual are the right fit.This will, in our view, make some business owners more confident about hiring again, especially after years of economic uncertainty.A Win for Jobseekers Too — Especially Compared to the Old Two-Year RuleWhile six months isn’t as protective as day one, it’s still a significant improvement on the previous two-year requirement.Many people - especially those ...
At Uxbridge Employment Agency, our tagline has always been “people in a people business”, as we’ve always believed recruitment doesn’t need to be complicated — it just needs to be human.Recently, one of our longstanding clients sent us a testimonial that reminded us why we do what we do. Their words were generous, but more importantly, they captured the essence of what makes recruitment partnerships thrive.Here’s what stood out and why it matters a great deal to us, as their words encapsulated the service we aim to offer; Simplicity Over Complexity“The thing with you guys, it’s like calling a mate to ask for help. There are no complicated processes, no one-hour calls to qualify the role, and I’m not passed to someone miles away I’ve never spoken to.”This really resonated with us because we’ve seen how recruitment can become over-engineered. Many agencies put clients through hoops before any progress is made — long qualification calls, multiple handovers, and unnecessary steps that take time but don’t add value.For us, the process has always been simple: pick up the phone, have an open conversation, and let us get to work. Our clients trust us because not only have we had over 45 years local experience, but we take the time to visit them and understand their business. This means they don’t need to re-explain everything every time and that simplicity saves time, removes friction, and lets us focus on what matters most — finding the right people! Approachability Matters“Guaranteed to take the call in a friendly manner… Nothing is too much trouble, even if it’s just a question about the market in Uxbridge.”Recruitment isn’t just about jobs — it’s about relationships. Sometimes our clients call with an urgent vacancy, but often they just want advice: a sense check on salaries, insight into the candidate market, or a second opinion on their plans.We take pride in being approachable. There’s no “meter running” when you pick up the phone to us. Our role is to be a trusted ...
It’s no secret that August is one of the quietest months in the business calendar. Offices thin out, HR decision-makers head off on holiday, and inboxes are set to “out of office.” But while the world slows down, the savviest hiring managers see this lull as a strategic opportunity.Here’s why making a move now (rather than waiting until the September rush), can give you the edge. 1. Less Competition = First Pick of TalentCome September, the hiring market floods back into action. Everyone is chasing the same talent pool at the same time - and by then, some of the best candidates may already be gone.By starting your search in August, you avoid the crowd and increase your chances of securing the right person before others have even got going. 2. You’ll Get More Time (and Attention) from Your RecruiterRecruitment agencies (ours included) tend to have more bandwidth in August, meaning you get more time dedicated to your search. We’re able to dig deeper into shortlists, move quicker on promising CVs, and really tailor your campaign - all without the usual pile-on that comes in autumn. 3. Candidates Are Still Looking — And Many Are Ready for a September StartNot everyone is on a beach in August. Plenty of excellent candidates are actively looking, especially those: Coming to the end of a contract Relocating over the summer Exploring post-bonus moves Looking to leave before the next quarter begins By engaging them now, you’re in a stronger position to line up interviews and offers for an early September start. 4. You’ll Avoid the September ScrambleIf you've ever tried hiring in September, you’ll know how hectic it gets. Roles build up, internal workloads increase, and hiring decisions are expected yesterday.Starting in August means you: Lock in your shortlist calmly Avoid rushed decisions Onboard early and hit the ground running Final Thought: The Smartest Hires Start EarlyAugust may not be the obvious time to recruit - but that’s exactly why it works. While others hit ...
As summer approaches and many businesses navigate ongoing uncertainty, the demand for temporary workers continues to rise - and it’s not hard to see why. From SMEs to larger organisations, teams across the UK are turning to temps to help manage workload peaks, cover absences, and provide short-term flexibility at a time when permanent hiring is often stalled.We’ve seen this trend play out first-hand as local businesses come to us for fast, reliable temporary support — not just for holiday cover, but as a strategic response to wider hiring challenges.So, what’s driving the surge in temp demand?1. Hiring Freezes & Budget ConstraintsMany companies are still facing internal sign-off delays, spending reviews, or formal hiring freezes — particularly in mid-sized and larger organisations. Even when there’s a business case for extra resource, getting permanent headcount approved can be slow or blocked altogether.Temps provide a way around that. They allow businesses to bring in much-needed help without committing to a long-term hire or navigating layers of red tape.2. Workloads Aren’t Slowing DownDespite caution on the hiring front, the work keeps coming. From customer demand and internal projects to compliance deadlines and seasonal peaks, businesses still need to deliver — and often with fewer people than they’d like.Temporary workers are a practical, scalable way to plug those gaps quickly and keep teams moving.3. The Summer SqueezeWith school holidays just around the corner, many teams are about to feel the impact of reduced headcount even more. Summer absence cover — particularly in office-based roles — is often underestimated, but when multiple people are away at once, the effect on service levels, morale, and output can be significant.Booking holiday cover early ensures the best availability — especially for specialist or part-time needs.4. Temp-to-Perm is Becoming the New NormalA growing number of companies are using temporary contracts as a low-risk way to ...
